SEASONAL STAFF – WHAT EMPLOYERS NEED TO KNOW

In response to the need for extra workers, employers may take on seasonal staff. Before you do this, it may be important to note the following points:

• Seasonal staff should be aware that their employment is for a specific purpose and not indefinite.
  
• Despite seasonal employment being short-term, you still need to provide a written statement specifying the terms and conditions of employment. In particular, the fixed-term, specific purpose or event that will trigger the termination of the temporary contract.
  
• Seasonal staffing must also take account of the ban on zero-hours contracts
  
• It’s possible to agree with your seasonal staff that unfair dismissals legislation won’t apply in certain cases. These include either the expiry of the fixed-term or the achievement of the purpose specified in the contract.
  
• Despite the fact that they’re short-term, you still need to provide your temporary staff with an induction. This will allow you to specify what you expect of them, and the standards your business adheres to.